Does it mean the same thing to have talent to have skill? This question is asked by many, though few are right with the answer. For this reason, it is this one: Do companies prefer to work with talent or better one with more skill? Can we set up scenario similar results to one or the other? Let's talk about skills, not talent, as they are two completely different concepts, although extremely dependent.
In this same area, it is common to find statements about talented people who often fail because they have no skills, especially social. If we stop at this statement, we find the first difference.
Having ability comes from the knowledge gained is the ability to transform methods in creative actions, drawing instructions to improve performance in an area of work or creativity. Skills are developed through practice, through repeated actions of a process, and help to continuously improve operations, based on experience and knowledge received in the course of the activity itself.
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- No attitude, no business
- Nurture talent
A person with ability is able to leverage the strength of the body of knowledge and acquired habits, to improve performance in the workplace, which has nothing to do with talent, because it does not relate to an innate flow, but a factor acquired.
On the other hand, there are several scenarios skills and various skill levels. And if we go to companies, we note that many of their employees have the necessary skills and render properly if the area manager knows leverage them, placing them in the department where they can best perform.
We should also mention the destructive skills, those serving people to escape liability to pay the minimum or simulating offer maximum effort.
Therefore, in the workplace all depends on the ability of the company to train their employees in the skills needed to improve performance. Given that skills come from a stage of knowledge acquisition techniques to improve performance, it is important that the person receives the right to know the best methods that will help ultimately improve their skills orientations. Strengthening skills depends exclusively on knowledge management actions, and professional habits to act appropriately to the various fields of possibilities.
On the other hand, one should not forget that knowledge without practice becomes worthless if a company brings awareness to their employees but do not know to help them use this knowledge to benefit the production, it will have lost time teaching, since knowledge passive is useless.
Finally, as with any learning process, the result will be better or worse depending on the ability of managers to correct errors, but not penalizing gaps, but sponsoring process improvement, correcting the defects of an action and helping the worker to learn, update and expand knowledge in the work area. Unfortunately, nothing happens accidentally in business, everything depends on the willingness of the employer to undertake new actions seeking resource enhancements.